The Importance of EDI Hiring in Europe in Response to Recent Developments in the United States
By Anna-Katharina Priesterath, News Editor
Diversity, Equity, and Inclusion. Those three terms have been causing heated debates in the United States and are overtaking in European contexts as well. The DEI hiring practice has been introduced in order to ensure that candidates applying for a position will have equal opportunities regardless of their background. Since the re-election of President Donald Trump, DEI practices have been erased by many companies, putting the term DEI on the infamous list of ‘banned’ words that are being removed from official documents, next to terms such as ‘gender’, ‘inclusion.’ and ‘LGBT’ in the United States. Trump issued executive orders banning what he described as DEI ‘discrimination.’ This includes DEI hiring practices, as well as DEI training initiatives for staff members.
DEI, in Ireland called EDI, provides according to the Department of Justice, Ireland, the foundation for a fair and inclusive Ireland and a ‘focus for increasing our capacity to deliver on this work, whilst supporting the organisation to meet other equally important requirements set out in equality legislation and human rights standards.’
Opponents of EDI are arguing that it is a ‘woke’ movement that discriminates or is simply irrelevant. However, researchers Lincoln Quillian and his team found that in several countries, including the U.S. and UK, the discrimination in hiring for jobs over the past decades has barely improved. In recent years, there has been a steady rise of discrimination in the hiring world which proves that EDI initiatives are relevant. EDI is crucial in creating positive work environments. Not only that, but statistics prove that diversity benefits not only company’s employees but also companies in enhancing corporate social performance.
Political developments in the States have a direct impact on the rest of the world. In the UK companies started following Trump’s agenda by dropping their set diversity targets. It is more important now than ever for organisations to ensure DEI initiatives are being created, supported, and kept in place. Localisation expert and DEI advocate Carolina Villegas, commented in response to the question of how organizations can ensure meaningful DEI initiatives the following: ‘Ensuring that DEI efforts go beyond surface-level commitments requires organisations to integrate inclusivity into their core values, decision-making processes, and everyday operations. This means fostering diverse leadership, ensuring equitable access to opportunities, and actively listening to underrepresented voices.’
In terms of how recent political debates are affecting DEI in Europe, we have yet to see what steps our political leaders will take in the near future. Educational consultant Dr Marcina Singh de Vaal shared that the concern about DEI in Europe is reasonable since the United States do have an undeniable influence on European politics and policy making. She states that ‘[t]his was evident, for example, in the Black Lives Matter movement that caused quite a stir in Europe and resulted in protests, marches, and substantial support. In my view, DEI is completely under threat in Europe for the mere reason that many governments in the union think that multiculturalism and diversity are a threat to European identity. They don’t understand identity to be complex and constantly evolving. Instead, they have a very archaic view of Europeans as white, born in Europe, speaking a European language as a mother tongue and more commonly Christian. Everything and everyone else are othered. Even those of migrant descent, born in the EU, face backlash, and it can make them feel like they never fully belong.’
Dr Marcina Singh de Vaal
She continues, stating that ‘If you look at hiring practices, for example in the Netherlands, where I am based, name discrimination is a common problem to the level that people change their names when applying for jobs. At the moment, the Netherlands has a massive shortage of workers, and at the same time, so many people are unemployed and looking for work. The problem is not the lack of expertise as particularly, expats and economic migrants tend to be very highly educated. Companies are looking for a “cultural fit”, so they don’t have to deal with difference, diversity etc. This is obviously not every single company, but it’s a phenomenally huge trend which is not confined to the Netherlands.’
Name discrimination, as described by Dr Marcina Singh de Vaal, is an ongoing issue. Last year, Forbes reported on research that found major hiring discrimination when it came to name biases. This phenomenon was also found in studies in Sweden where job applicant with Arabic or African-sounding names received less callbacks for job interviews across various industries.
Additionally, Dr. Marcina Singh de Vaal, points out the importance of DEI in the educational sector. She says ‘Another example is public education, if you look at DEI in the context of schooling, how children from minority groups or non-Europeans are treated within schools has resulted in alienation. Pedagogies, curriculum and school culture are predominantly White and Christian, which is alienating to those who do not tick these boxes. Again, this is mostly but not always the case. There are pockets of excellence everywhere.’
EDI does not only start in the workplace; equity, diversity, and inclusion are crucial in educational settings. When asked about the importance of EDI in academic settings Dr Avril Hutch, EDI direction at University College Cork commented the following: ‘UCC’s unwavering commitment to embedding equality, diversity, inclusion and belonging in our university is outlined in our Strategic Plan and our Equality, Diversity and Inclusion Framework. Our commitment to creating a safe, respectful and supportive campus culture is underpinned by Ireland's equality and human rights legislation, and promoted and protected by the Higher Education Authority (HEA). Supporting our university community and embracing our differences is fundamental to achieving our potential and is a key institutional strength.’
Dr Avril Hutcvh
These political changes have been nerve wracking for many. We are living in times of uncertainty. Trump, who radically fights against anti-discrimination initiatives and inclusion has been a concern for me personally. The rise of the far-right has been an ongoing issue in many aspects of life and politics.
Dr Marcina Singh de Vaal finished her statement by writing the following: ‘The current state of the world is defined by crises and disruptions ranging from war to famine to natural disasters to climate change. We seem to be living in a space that is characterised by crises, disruptions, and disasters, and if you want to know the state of DEI or the EU's take on it, don’t look at what policy may say; look at what people are experiencing. You will see that right-wing politics are strongly affecting social relations, resulting in a disregard for DEI. Increased police brutality etc
Again, regarding DEI in Europe, I don’t think all countries will follow the Trumpism approach due to the increased nationalism resulting from countries having very different views about politics and economics. So, I can see Germany strongly following in US footsteps, but Spain may not.’
She closes by noting that ‘we have been hearing about the integration problem in Europe for decades. But it’s not that there is necessarily an integration problem. The government wants migrants to assimilate, and they see the resistance to assimilation as resistance to integration. They are completely different concepts. So, I would not be surprised if we see a huge DEI policy shift on the continent, but I can assure you it won't go unnoticed, and there will be a huge backlash from human rights groups and civil society.’
The rise of right-wing politics and the anti-EDI propaganda leaves no room to question the drastic consequences this political development in the United States will have. Racism, sexism, and any form of discrimination have to be worked against. EDI initiatives and hiring practices have been introduced for a reason and have to remain. The ban of such policies will impact everybody. Now is the time to act and raise awareness as to why EDI is necessary in working against discrimination. It is crucial to remember that discrimination in the workplace, and in educational settings translates into hate in our everyday lives, leaving no space for community.